Tailored Learning

8/6/2019 Tailored Learning

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TAILORED LEARNING Designing The Blend That Fits

AUTHOR: Jennifer Hofmann and Nanette Miner PUBLISHER: ASTD PressDATE OF PUBLICATION: 2009210 pages



Tailored Learning By Jennifer Hofmann and Nanette Miner

FEATURES OF THE BOOK

In Tailored Learning , Jennifer Hofmann and Nanette Miner describe a structured methodology to redesign traditional

classroom training programs. To reinforce key points, the authorsuse tables, graphics, and call-out boxes.




THE BIG IDEA

Synchronous learning is led by a facilitator in real-time, usingtechnology such as a conference call or online classroom.Synchronous learning often tries to convey too much

information and is expensive.

Asynchronous learning occurs without any direct interactionbetween the student and the instructor, which can beproblematic if students have questions. This approach is notwell suited for topics that require interpersonal interaction, and itis often expensive to develop.




THE BIG IDEA

B lended learning delivers value by leveraging theadvantages of classroom, synchronous, andasynchronous training. It allows instructionaldesigners to develop blended solutions that usethe best possible training approach.

Before investing in a blended learning solution,organizations should create a business case , setappropriate expectations, and designate asponsor . The next step is a µneeds analysis¶

which determines the training goals, audience,content, and assessment methods.

Web collaboration technologies can supportblended learning solutions. Blogs and wikis areuseful for internal collaboration and knowledgemanagement.




INTRODUCTION

In Tailored Learning , Jennifer Hofmann and Nanette Miner explorethe advantages and disadvantages of classroom training, online

training, and blended learning solutions.




DIFFERENT TYPES OF LEARNING SOLUTIONS

Training development professionals are uniquely qualified tocreate tailored learning solutions that select the best training

method for the topic and audience. Each learning objective mustbe aligned with the best delivery medium. Before an organizationembarks on creating a blended learning solution, the authorsrecommend doing three things:




DIFFERENT TYPES OF LEARNING SOLUTIONS

C reate a business case . This describes why a blended trainingsolution is desired, why it will be an improvement over the currentsituation, and how effectiveness will be determined.

Set expectations . Frequently, managers do not know what toexpect from a blended learning solution. Setting the appropriateexpectations is essential.

Designate a sponsor . An influential advocate for the blendedtraining solution can be helpful if obstacles arise.




ABC COMPANY¶S NEW HIRE SALES TRAINING

The first step of the redesign is a needs analysis . Theobjective of this analysis is to determine the organization¶s goalsfor the training, and to identify the audience, training content,training objectives, and how the organization assesses whether the training has been effective. ABC Company currently has seventraining objectives for attendees:




ABC COMPANY¶S NEW HIRE SALES TRAINING

1. Understanding the basic product offering2. Comparing ABC¶s offerings with those of its three closest

competitors3. Demonstrating how to open a sales call in a professional

manner 4. Understanding the characteristics of a good prospect5. Showing effective listening and questioning skills6. Responding to prospects¶ objections7. Establishing sales goals that are consistent with both quotas

and the sales manager¶s expectations




DEVELOPING A NEW APPROACH TO CLASSROOMTRAINING

Objective 1: Represent the organization in a professionalmanner

The new classroom approach requires participants to prepare ashort introduction about themselves prior to the class. During the in-class presentations, other students will offer feedback about thepresenter¶s introduction and dress. In addition, a facilitator will meetprivately with each attendee for a five minute coaching sessionbased on the group¶s feedback. This experiential activity will havegreater impact than a lecture about dress, eye contact, andbehavior.





Objective 2: Describe the features and benefits of thecompany¶s five core products to prospective buyers

Facilitators will use slides to discuss the five top sellingproducts and the participants¶ workbook will include achecklist that aligns prospect needs with ABC¶s core products.In the lobby showroom, attendees will view and handle theproducts. This activity aims for simple recognition and recall.





Objective 3: Compare and contrast the company¶s coreproducts with those of its closest competitors

The new hires will independently research ABC Company¶s threelargest competitors. Each attendee will be assigned one specificcompany to research for 20 minutes. All participants that wereassigned the same competitor will collaborate for 10 minutes andmake a presentation to the larger group. A job aid will be providedto help guide the Internet research process.





Objective 5: Demonstrate the ability to open a sales call

The attendees will view a video with five scenarios of salespeopleopening sales calls. After each scenario, the group will engage in ashort discussion. Participants will be divided into groups of three torole play opening a sales call. After the role play, the attendees willengage in a large group discussion to brainstorm questions used touncover a prospect¶s needs.





Objective 6: Demonstrate the ability to manage a prospectmeeting

New hires will be divided into groups of three and each group willbe given a completed ³profiling and qualifying tool´ for arepresentative company. Based on this information, the teams willcreate a strategy to manage the meeting. This strategy will includegoals for the meeting, questions for the prospect, and techniquesfor keeping the prospect¶s interest. Each group will present their

approach and receive feedback.





Objective 7: Demonstrate the ability to close a sales call

Participants will watch a video which demonstrates salespeopleclosing a sale. Role plays will be used, so attendees can practicethe sales call process in its entirety.

Objective 8: Manage objections

Using a game, participants will be asked to respond to common

objections. This will require new hires to understand ABC¶sproducts, features, and how they align with customer needs.





Objective 9: Implement an action plan designed to meet quotain the specified time period

A field office sales manager will lead an informal discussion aboutthe sales goal process. Then the new hires will take 20 to 30minutes to create an individual action plan. This plan will be usedduring a conversation with the new hires¶ managers during their firstweek back on the job.




CONSIDERING AN ASYNCHRONOUS TRAININGMETHODOLOGY

Asynchronous training is completed independently either onlineor through paper-based tools. Students have no live interactionwith an instructor. However, facilitators do occasionally reach outto students to ensure they are making progress and have notencountered any obstacles. Although asynchronous learning isconvenient, it does have drawbacks. Students must be self-motivated, the learning process can be haphazard, and theapproach is not well-suited for topics requiring interpersonalinteraction. In addition, asynchronous learning is expensive to

develop and can be boring for learners.




CONSIDERING AN ASYNCHRONOUS TRAININGMETHODOLOGY

ABC Company is concerned about new hires not doing the work if an asynchronous approach is adopted. As a result, the companywill want a facilitator to remain involved. A discussion board wouldbe moderated by facilitators, and students would be required tocontribute each day to an online ³training diary.´ In addition, a wikiwould be created to enable new hires to post questions andinteract with their peers. Unlike the two-day classroom training, anasynchronous training program would be completed over a two-week period. One advantage to this type of program is that

learning occurs in smaller, less intensive chunks . In addition,participants can practice skills in the workplace before learningnew content.




CREATING A SYNCHRONOUS TRAININGMETHODOLOGY

Synchronous training is led by a facilitator in real-time usingtechnology. Effective synchronous training programs mixsynchronous sessions with asynchronous modules and on-the-jobexercises. The advantages of synchronous learning include theability to interact with instructors and peers in real-time, as well asthe travel cost savings associated with a virtual classroom.Downsides of synchronous learning include ease of use and classlength. Best practices suggest that synchronous classes should beno more than 60 to 120 minutes in length. Some organizations do

not like to use a series of sessions because participants are lesslikely to attend all of them.




CREATING A SYNCHRONOUS TRAININGMETHODOLOGY

ABC Company has concerns about new hires being distractedduring a synchronous training program. A synchronous new hiretraining program would offer sessions four times per week for twoweeks. Each session would last around two hours. Thismethodology begins to combine the best aspects of classroom andasynchronous training. Participants learn from a live facilitator,content is broken up in smaller chunks, and they have theopportunity to work in the office on a day-to-day basis. Theproduction costs are low and materials developed for the program

are reusable.




THE IMPACT OF BLENDED LEARNING

Once an organization has developed a blended learning solution, itmust develop a change management plan to help ensure itssuccess. For example, a company may need to purchase andimplement tools to develop content and track completion. Thedesign approach must be integrated so that the program feels likeone curriculum and not several small programs. Facilitators mayalso need to learn how to use new technologies for managingstudents.




THE IMPACT OF BLENDED LEARNING

These technologies may change the nature of the facilitator-participant relationship. As blended learning is used morefrequently for training, the processes for developing and

implementing programs will become more streamlined.Hofmann and Miner emphasize that the key to success ismatching the learning objective to the most appropriate deliverymedium.

Tailored Learning

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